District of Columbia Labor Laws (2025 Guide)

What’s New in 2025

Increase to minimum wage
Increase to tipped minimum wage

Labor Law Posters

Federal labor law posters
State labor law posters

Wage and Hour Laws

Minimum Wage

From October 2025, the minimum wage in the District of Columbia (DC) is set to increase to $17.95/hour. Until then, it’s $17.50/hour. Employers are liable to pay the Washington, DC minimum wage to most employees, including:

• Any employee who spends more than 50% of their working time in DC.
• Any employee based in DC who doesn’t spend more than 50% of their working time in any other state.

A limited subset of employees isn’t entitled to DC’s minimum wage. Exemptions include:

• Volunteers in educational, charitable, religious, and nonprofit organizations.
• Elected and appointed officials of religious organizations.
• Casual babysitters.
• Tipped workers (when certain conditions are met).
• Disabled employees who possess a certificate issued by the US Department of Labor that authorizes a lower pay rate.

Unless other minimums exist, employees exempt from DC’s minimum wage are subject to the federal minimum wage (currently $7.25).

Tipped Minimum Wage

From July 1, 2025, employers in Washington, DC can pay tipped workers the lower minimum wage of $12.00/hour. (It was previously $10/hour.) However, this is on the condition that when the employee’s tips are combined with the tipped minimum wage, their hourly rate of pay equals or exceeds the state minimum wage.

DC is phasing out the tipped minimum wage. From July 1, 2027, the tipped minimum wage will be the same as DC’s standard minimum wage.

Overtime Laws

Most employees in DC are entitled to receive overtime pay at 1.5 times their regular pay rate for all hours worked over 40 hours in a workweek. 

Employees in retail or service establishments aren’t entitled to overtime pay if their regular pay rate is more than 1.5 times the applicable minimum wage and they make more than half their compensation from commissions.

DC’s wage and overtime laws also don’t apply to: 

• Executive, administrative, or professional employees.
• Outside salespeople.
• Newspaper deliverers.
• Certain vehicle salespeople.
• Seamanship employees.
• Railroad employees.

Break Laws

Meal and Rest Breaks

There are no requirements under DC law for employers to provide paid or unpaid breaks to adult employees. However, when employers voluntarily offer meal and rest breaks and their workers are covered by the federal Fair Labor Standards Act (FLSA), they must ensure any breaks shorter than 20 minutes are paid in accordance with this act. Longer breaks can be unpaid as long as employees are completely relieved of work duties. 

Under Washington, DC’s Protecting Pregnant Workers Fairness Act, employees who have recently given birth must be given reasonable accommodations in the workplace. This includes “more frequent or longer breaks,” although the law doesn’t specify the length or frequency. Employers don’t have to follow this rule to the extent that it causes their business undue hardship.

Recordkeeping Requirements

Employers in DC must keep and retain records containing the following information for at least 3 years:

• Each employee’s name, address, and occupation.
• The date of birth of employees under 19 years old.
• Employees’ rates of pay.
• Wages paid to each employee for each pay period.
• Daily and weekly work times for employees who are paid hourly.

Employers must ensure records are accurate, up to date, and ready for inspection by the Mayor, the Mayor’s authorized representative, or the Office of the Attorney General.

FLSA-covered employers may need to follow additional recordkeeping requirements. 

Scheduling Laws

DC doesn’t currently have any predictive scheduling laws: Employers have no legal obligation to give employees advance notice of work schedules or compensate them for last-minute schedule changes.

However, whenever any employee is scheduled for a non-consecutive split shift, they must be paid an extra hour of pay at the minimum wage.

There are scheduling regulations for building services employees, workers in cleaning, maintenance, and similar roles in commercial buildings. Under DC code, employers must schedule these workers for at least 30 hours per week. When building services employees take covered leave, the hours they’d be working had they not been on leave count toward the 30-hour minimum.

There’s an exception for building services employees engaged in cleaning services: Employers may allocate up to 20% of the total work hours for these cleaning service employees to part-time workers, provided that:

• Each part-time employee works at least 4 hours per night.
• Each part-time employee works at least 20 hours per week.
• There are no more than 10 part-time positions per covered location.

Employee Compensation and Benefits

Reporting Time Pay

Under DC municipal regulations, employers must pay workers for at least 4 hours at their regular rate of pay when they report to work and are given less than 4 hours of work. This rule excludes employees who are scheduled to work shifts shorter than 4 hours.

Payday Frequency and Method

Several DC regulations concern payday frequency and method:

• Employees must be paid at least twice a month on regular paydays that have been set in advance. 
• Administrative, executive, and professional employees must be paid at least once a month.
• Any employer that pays eligible employees the tipped minimum wage—with the exception of those employing hotel employees—must use a third-party business to prepare their payroll.
• Wages must be paid in “lawful money of the United States,” such as cash and direct deposit.

Paystub Requirements

Employers in DC must give all employees itemized pay statements every payday that detail:

• The date of payment.
• Gross wages paid.
• Wage deductions and additions (including a separate line for tips).
• Net wages paid.
• Hours worked.
• Employee tip-declaration forms where necessary.

Wage Deductions and Garnishments

Employers can make deductions from employees’ wages only for:

• Federal and state taxes.
• Medicare.
• Social Security contributions.
• Court-ordered wage garnishments.
• Other lawful deductions when the employee has given their consent.

DC law places strict limitations on the amount of employee wages that can be garnished: 

• Garnishments can be made only on the portion of an employee’s disposable wages that exceeds 40 times the DC minimum hourly wage.
• No more than 25% of that excess amount may be garnished to satisfy a judgment.

“Disposable wages” are the wages remaining after mandatory deductions.

Final Paycheck Laws

Unless a collective agreement between the employer and a labor union specifies otherwise, final paychecks are due at the following times:

• When the employer discharges the employee: The next working day.
• When the employee quits or resigns: The next regular payday or within 7 days of them leaving employment, whichever is earlier.

Workers’ Compensation

The DC Department of Employment Services (DOES) administers benefits to private-sector employees who are injured at work or suffer work-related illnesses. Most people who perform work or services for others in DC are considered employers for workers’ compensation purposes, except for:

• Certain federal, government, and congressional staff.
• Railroad employees.
• Casual workers doing work outside the employer’s usual course of business, excluding private home domestic workers.
• Licensed real estate salespeople and brokers whose compensation is primarily from commissions.

Employers must carry workers’ compensation insurance covering all employees. Those that fail to obtain coverage will be fined between $1,000 and $10,000. In some cases, corporate officers can be personally liable, as can the company. Repeated violations can even result in imprisonment for up to 1 year.

Covered employees can access benefits, including medical, disability, and vocational rehabilitation benefits. 

To claim workers’ compensation, employees must complete and mail a hard copy of form OWC-7: Employee’s Notice of Accidental Injury or Occupational Disease to the DC Office of Workers’ Compensation (OWC) within 30 days of the injury or diagnosis of the occupational illness. They must also send a copy to their employer. The employee must file form OWC-7A: Employee’s Claim Application to start the claim process.

Employers have 10 days after becoming aware of an occupational injury or disease to file form OWC-7: Employer’s First Report of Injury or Occupational Disease.

If an employee disputes a workers’ compensation decision, they can:

• Request an informal conference by completing and filing the Application for Informal/Mediation Conference form with the OWC.
• Apply for a formal hearing by filing an Application for Formal Hearing with the Administrative Hearings Division.

Unemployment Insurance

The District of Columbia’s unemployment insurance (UI) program provides temporary financial benefits to eligible workers who become unemployed or partially unemployed. The program is administered by the Office of Unemployment Compensation in the District of Columbia Department of Employment Services (DOES).

All employers that pay wages for services performed in DC must register for an employer account through DOES. Liable employers must report employee wages paid and pay UI taxes through DOES every quarter. 

Under DC law, an employer is liable to pay UI if they employ 1+ individuals in any employment—this includes part-time and temporary employees.

It’s unlawful for employers to ask employees to pay UI taxes or waive their right to unemployment insurance.

Some types of employees aren’t covered by DC’s UI laws. These include:

• Independent contractors.
• Babysitters and newspaper deliverers under 18 years old.
• Casual labor that’s outside the employer’s trade or business.
• Insurance agents working solely on commission.
• Certain individuals employed by their spouse, child, or parent.
• Certain religious organization employees.
• Railroad workers covered by the Railroad Unemployment Insurance Act.
• Students working for their own schools, colleges, or universities.
• Student nurses and medical interns.

To be eligible for UI benefits, claimants must:

• Have earned sufficient wages during the base period (the first 4 of the last 5 completed quarters before filing a claim).
• Be unemployed through no fault of their own or left voluntarily with good cause.
• Be able to work and available for work.
• Be actively seeking employment by completing at least 2 work search activities each week.

To claim UI benefits, claimants must register using the Unemployment Insurance Benefits System (UIBS). Claimants must then file weekly certifications for every week they wish to receive benefits through this system or by calling DOES at 202-724-7000.

Eligible claimants will receive a minimum of $50 per week—the exact amount is based on individuals’ earnings during their base periods. The maximum duration to receive UI benefits is 26 weeks per year (this may be extended in times of high unemployment). 

Claimants who disagree with a UI benefits decision have 15 days to file an appeal request form with the DC Office of Administrative Hearings.

Workplace Rights and Protections

Discrimination and Harassment

The District of Columbia’s discrimination laws protect more employees than federal laws do.

Federal laws, such as the Civil Rights Act, the Age Discrimination in Employment Act, and the Americans with Disabilities Act, apply to employers of 15+ or 20+ employees and prohibit discrimination based on the following characteristics:

• Race and color.
• National origin.
• Religion.
• Sex.
• Age (40+).
• Disability.
• Returning veteran status.
• Pregnancy.
• Genetic information.

The DC Human Rights Act (DCHRA) extends protections of these characteristics by making them apply to employers with just 1+ employees. It also goes beyond federal protections by prohibiting discrimination and harassment for “any reason other than that of individual merit.” This includes discrimination based on: 

• Marital status.
• Personal appearance.
• Sexual orientation.
• Gender identity or expression.
• Familial status and responsibilities.
• Matriculation.
• Political affiliation.
• Status as a victim of domestic violence, sexual assault, or stalking.
• Homeless status.

Under the DCHRA, employees who believe they have been subjected to unlawful discrimination can:

• File a complaint with the DC Office of Human Rights.
• Bypass this step and file their complaint directly with the DC Superior Court’s Equal Employment Opportunity Officer.

Whereas federal laws cap the amount of emotional and punitive damages based on employer size, DC law has no limit on these types of damages.

Leave Laws

✅ Family and Medical Leave	The District of Columbia’s Family and Medical Leave Act (DCFMLA) includes provisions similar to those under the federal Family and Medical Leave Act (FMLA), but it applies to more employees and entitles them to longer leave. The DC act entitles employees to up to 16 weeks of unpaid family leave and 16 weeks’ medical leave, provided that they: • Work for an employer with 20+ employees. • Have been employed for 12 months (consecutive or non-consecutive) in the 7 years before taking family or medical leave. • Worked at least 1,000 hours for the employer during the 12 months immediately preceding the leave. Eligible employees can take family leave for: • The birth of a child or the placement of a child into care (within the first year). • The care of a family member with a serious health condition. Eligible employees can take medical leave when they’re unable to perform their work duties because of a serious health problem. Under the FMLA, employees who are the spouses, parents, or children of seriously ill or injured service members can take up to 26 weeks of unpaid leave to care for them.
✅ Paid Sick and Safe Leave	Under DC’s sick and safe leave acts, employers must provide paid leave at rates that depend on how many employees they have: • 100+ employees: 1 hour per every 37 hours worked (up to 7 days per year). • 25–99 employees: 1 hour per every 43 hours worked (up to 5 days per year). • 1–24 employees: 1 hour per every 87 hours worked (up to 3 days per year). Employees start accruing leave from the first day of employment, but they can begin using accrued leave only after 90 days of service. In addition to time off for illness, paid sick leave may be used for various reasons, including: • Preventive medical care or diagnosis. • Caring for a sick family member. • Seeking services or legal remedies related to domestic violence, sexual abuse, or stalking of the employee or a family member.
✅ Paid Family Leave	The Universal Paid Leave Amendment Act (UPLA) establishes a paid leave system for private-sector employees. Any entity that directly or indirectly employs workers in DC and pays DC UI taxes is required to participate.   Covered employees can receive: • 12 weeks’ parental leave. • 12 weeks’ family leave. • 12 weeks’ medical leave. • 2 weeks’ prenatal leave. This is funded through employer payroll taxes and administered by DOES. There’s no minimum tenure or work hour requirement to access this benefit.
✅ Pregnancy and Parental Leave	Pregnancy and parental leave is available under: • DCFMLA: Up to 16 weeks’ unpaid leave. • UPLA: Up to 12 weeks of paid parental leave and 2 weeks’ paid prenatal leave.
❌ Vacation and Personal Leave	DC law doesn’t require private employers to offer paid or unpaid vacation or personal leave. If employers offer it, DC law will enforce any written company policies, collective agreements, or employment contracts regarding it.

Other Mandatory Leave

Military Leave	DC defers to the federal law protections of the Uniformed Services Employment and Reemployment Rights Act (USERRA). Under USERRA, employees called to active duty or training are entitled to: • Unpaid, job-protected military leave. • The right to return to the same or a comparable role following service. • Continued benefits coverage for up to 24 months during military leave. • Protection from discrimination and retaliation based on military obligations.
Jury Duty Leave	Employers must grant unpaid leave for employees to participate in jury service.  Depriving workers of employment and making threats or attempts to coerce employees with respect to completing jury service is strictly prohibited and treated as criminal contempt. Violations can result in fines up to $300 and up to 30 days of imprisonment for first offenses, and fines up to $5k and 180 days imprisonment for subsequent offenses.
Voting Leave	Employers must give employees at least 2 hours of paid leave to vote in DC elections in person, provided that the employee: • Is eligible to vote. • Requested the time off in advance.
Short-term Parental Leave	Employees who are parents get 24 hours of leave in each 12-month period to attend their children’s school-related events—unless granting this leave would cause the employer hardship. Employees must notify employers 10 days in advance before taking this leave.
Emancipation Day Leave	Employees who notify their employers 10 days in advance can get a day of leave on the District of Columbia Emancipation Day (April 16th). Employers don’t have to allow this leave if it would make operations “unusually difficult.”

State employees may qualify for other types of leave. 

Child Labor Laws

The DC Board of Education enforces child labor laws and conducts inspections. Violations of child labor laws can result in fines or imprisonment, with escalating penalties for repeat offenses.

Employers of minors must display a poster of permitted employment and work hours for minors.

For most types of employment, the minimum working age in DC is 14 years old. An exception is made for performers and professional athletes (explained below).

Under-14s may only work outside of school hours performing:

• Household chores in their own home.
• Agricultural work that’s tied to their home and performed directly for their parent or legal guardian.
• Newspaper distribution if they’re at least 10 years old (however, children under 12 can’t sell or distribute items in public spaces).

Work Hours

Minors under 18 can work:

• Maximum 8 hours per day.
• Maximum 48 hours per week.
• Maximum 6 consecutive days per week.

Exceptions are made for agricultural work, housework, and newspaper stuffing, distribution, and sales.

Minors aged 16–17 can’t work before 6:00 a.m. or after 10:00 p.m.

Minors under 16 can’t work before 7:00 a.m. or after 7:00 p.m. (this is extended to 9:00 p.m. from June 1 through Labor Day).

Prohibited Occupations

No minor under 18 can work in “any place of employment, or at any employment, dangerous or prejudicial to the life, health, safety, or welfare of such minor.” This includes: 

• Operating freight or non-automatic elevators.
• Work in quarries, tunnels, and excavation work.

Minors under 16 can’t operate powered machinery or clean or oil machinery unless their work is part of an approved vocational education program or training.

Work Permits

Under-18s must have a valid work or vacation permit from the DC Board of Education for any work other than agricultural work or housework. 

A permit includes the minor’s:

• Age.
• Name.
• Sex.
• Date and place of birth.
• Place of residence.
• Their last completed grade at school.
• The employer’s name and address.
• The nature of the specific work that the permit authorizes.

Permits for under-16s require parental or legal guardian consent, as well as a certificate of fitness signed by a licensed physician. If the minor is withdrawing from school to work, school records are also required.

Vacation permits are available to 14 and 15-year-olds to allow work during school breaks.

Theatrical employment permits allow minors to engage in performance-related work such as acting, modeling, the circus, and professional sports. Strict rules apply to permitted work hours and conditions, especially for children under 7.

Street-trade badges are required for under-16s in street trades like newspaper sales.

Workplace Safety and Health

Employers in DC are subject to the federal Occupational Safety and Health Administration’s (OSHA) workplace safety and health regulations.

Under OSHA, employers must:

• Provide safe workplaces free from recognized hazards.
• Comply with all relevant OSHA standards.
• Provide safety and health training in languages employees understand.
• Maintain records of work-related injuries and illnesses.
• Post the OSHA Job Safety and Health poster in a visible location.
• Record all workplace accidents and illnesses.
• Inform OSHA of workplace fatalities within 8 hours.
• Inform OSHA of hospitalizations and serious injuries within 24 hours.

Employees have the right to:

• Review their employer’s records of work-related injuries and illnesses.
• File a complaint with OSHA without fear of retaliation from their employer.
• Request an OSHA inspection if workplace conditions are unsafe.

Labor Union Regulations

DC isn’t a right-to-work jurisdiction. Employers can require union membership and agency fees as a condition of employment in unionized workplaces.

Some workers are still protected under the National Labor Relations Act (NLRA), which guarantees the right to organize, bargain collectively, and more—even in non-union settings.

Employment Contracts and Severance

Employment Contract Laws

DC is an at-will employment jurisdiction. This means that, unless a contract states otherwise, employers may terminate employees for any reason not prohibited by law.

The Ban on Non-Compete Agreements Amendment Act of 2020 (along with its subsequent amendment, the Non-Compete Clarification Amendment Act of 2022) places strict restrictions on non-compete agreements. Key provisions include:

• Employers can’t require employees to sign non-compete agreements or provisions.
• Retaliation for refusing to sign or comply with a non-compete is strictly prohibited.
• Employers can’t implement workplace policies that prohibit employees from working second jobs or operating a business.
• Employers can require medical specialists to sign non-compete agreements, provided they follow specific regulations.

Severance Pay

There’s no requirement under DC law for employers to provide severance pay. However, if an employer has a policy or contractual obligation, they must follow it.

Additional State-Specific Employment Laws

Mini-COBRA Health Coverage	The DC mini-COBRA law offers temporary continuation of health coverage to employees of fewer than 20 employees for up to 3 months.  • Employers must give written notice of continuation rights within 15 days after the employee’s coverage would otherwise end. • Continuation of coverage is optional and at the employee’s own cost. • This doesn’t apply to employees who are terminated for gross misconduct. (Larger employers might be covered by the federal COBRA.)
Ban the Box	Under the Fair Criminal Record Screening Act, most employers are prohibited from asking about applicants’ criminal histories during the hiring process. They can inquire about this only when they make a job offer. This applies to all employers of 11+ employees unless: • Federal or DC law requires a criminal history check for the job. • The employer provides services to minors or vulnerable adults. • The job is part of a program encouraging the hiring of individuals with criminal records.
Domestic Workers’ Employment Rights	The Domestic Worker Employment Rights Amendment Act entitles domestic workers in DC to: • A written employment contract detailing their duties, pay, time off, and notice procedures. • The right to negotiate their written employment contract. • Coverage under DC wage and hour laws. • Anti-discrimination protections under the DC Human Rights Act. • Protection from retaliation.
Whistleblower protections	Under DC’s False Claims Act, employees are protected from retaliation and legal action when they act as whistleblowers. Similar to federal law, whistleblowers can be awarded a percentage of the funds recovered in a successful lawsuit brought on behalf of the District government.

Legal Resources for Employers and Employees

These resources can help workers and companies navigate DC labor laws:

• DC Department of Employment Services (DOES): Administers unemployment insurance, enforces wage and hour laws, and provides information for employers and workers.
• DC Office of Human Rights (OHR): Investigates complaints of discrimination in employment.
• DC Law Library: Provides free online access to the DC Code, DC Municipal Regulations, and legal resources covering District laws, including labor and employment statutes.
• Neighborhood Legal Services Program: Gives free legal assistance to low-income District residents on legal issues, including employment.

Disclaimer

The information presented on this website about labor laws in the District of Columbia is a summary for informational purposes only and is not intended as legal advice. However, laws and regulations regularly change and may vary depending on individual circumstances. While we have made every effort to ensure the information provided is up to date and reliable, we cannot guarantee its completeness, accuracy, or applicability to your specific situation. Therefore, we strongly recommend that readers seek guidance from their legal department or a qualified attorney to ensure compliance with applicable laws and regulations. Please note that we cannot be held liable for any actions taken or not taken based on the information presented on this website.